Praise, Challenges, and Discipline

Personal observation. I think people who are decent at what they do and have a growth mentality, want to be challenged professionally.

Do you agree?  

People who are doing good and going somewhere want to know that first, someone is paying attention to their efforts. Owners and managers communicate that they are paying attention to people's efforts by praising them as well as by challenging or disciplining them. Obviously, there should be a balance in each of these. 

Praise should be specific and geared towards the contributions to the team. If an owner or manager says, “You’re doing a good job,” with no context or perceived sincerity, they might as well have not said anything at all. An example might be, “I appreciate how you stepped in on Project X and helped the team work through the budgeting challenge for the next phase. Your ability to see the bigger picture is valued here and I wanted you to know that I appreciate your creativity.” Specific. Sincere. Encourages teamwork rather than superstardom. 

Challenges are different than discipline. There can be positive challenges where the owner or manager is creating opportunities for the team member to grow beyond what they think they are capable of. Challenges can also be questions about areas where the team member is showing need for improvement. When an owner or manager addresses these items, and becomes part of the solution with the team member, they lay the foundation for collaboration throughout the term of their employment. 

Discipline should also be specific. Challenges are a good way of addressing issues before they become something big. Discipline is what happens when something needs to be more formal. Even high producers want to be challenged and want to be disciplined when it’s warranted. If employees are getting away with something they begin to test what else they can get away with. If a high producer does not feel accountable it can be detrimental for their growth as well as their contributions to the team. 

All this to say, owners and managers need to be engaged in the professional development of all of their employees. Create a habit of checking in and communicating with team members. Create a culture that rewards collaboration and productivity. Create a culture where everyone is looking to positively challenge the mindset and habits of their team members so everyone is achieving their maximum capabilities. 

As an owner or manager, it is important not to let the small things go. It’s important to address small issues while they are small so they can be more easily corrected. It’s important to learn how to hold a standard for the organization while dealing with team members as individuals. The organization grows when their goals are clear, the culture is consistent, and the team holds each other accountable. Be intentional 

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